By George Gotsis, Zoe Kortezi
This ebook seriously examines present office range administration practices and explores a nuanced framework for project, assisting, and enforcing regulations that both prefer everybody. It provides severe views that not just increase appreciate for ameliorations but in addition supply insights into the character and dynamics of changes in view of an inclusive and actually participative organizational environment.
The e-book first provides a quick evaluation of the connotations linked to office range and its potent administration. subsequent, it makes a speciality of the organizational appropriation of alterations in the course of the formation and mediation of varied variety discourses. It demonstrates the actual articulations of those discourses with inequality and oppressive buildings that perpetuate structural drawback as a result of latest energy disparity among dominant and unprivileged staff individuals. The e-book then is going directly to underscore the necessity of creating relational and context-sensitive range administration frameworks.
Overall, the ebook outlines that present company circumstances for variety concentration exclusively on instrumental targets and tangible results and, therefore, fail to completely catch the complexity in addition to the particularity of the variety phenomenon. The ebook underlines the need for a extra inclusive paradigm, implying a innovative problem-shift within the dominant range study time table from a market-driven business-oriented variety administration to at least one hugely valuing, asserting, and respecting otherness.
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Additional info for Critical Studies in Diversity Management Literature: A Review and Synthesis
Liff and Wajckman (1996) underscore the limitations inherent in many diversity initiatives and argue in favour of more inclusive practices, moving beyond the traditional “sameness” and “difference” distinction: the former suppresses and minimizes differences fostering compliance to the dominant stereotype, while the latter acknowledges workforce differences, enhancing an individual’s opportunities to benefit from diversity-friendly policies. The second perspective, albeit desirable, runs the risk of misinterpretation as a form of differential treatment: other forms of equality, Liff and Wajckman contend, based on less sharp dichotomies (than those of sameness/ difference) might serve more effectively the ideal of workplace inclusiveness (cf.
Journal of Management Studies, 48(1), 151–177. Cavanaugh, J. M. (1997). (In)corporating the Other? Managing the politics of workplace difference. In P. Prasad, A. Mills, M. Elmes, & A. 31–53). Thousand Oaks: Sage. Chan-Tibergien, J. (2006). Cultural diversity as resistance to neoliberal globalization: The emergence of a global movement and convention. International Review of Education, 52(1/2), 89–105. , & Neale, M. (1998). Being different, yet feeling similar: The influence of demographic composition and organizational culture on processes and outcomes.
This sharp dichotomy continues to permeate various critical discourses on diversity. 1 The Content of Dominant Discourses I 25 of diversity by demonstrating the importance of social constructedness of various workforce demographic characteristics, and second, they are effective in properly deconstructing diversity rhetoric as a set of empowering discourses on the added value of diverse individual capacities, skills and competencies. Drawing on contemporary developments in the organizational, life and natural sciences and philosophy, Litvin (1997) has demonstrated the essentialist underpinnings of current mainstream diversity discourses centred on salient demographic characteristics underlying fixed and logically consistent social identities: such an approach hardly facilitates taking into account the societal context in which specific diversity categories emerge, evolve and become meaningful.